Tag Archives: recruitment

In England and Wales, the ‘higher managerial and professional’ occupation category had the lowest proportion of workers with severe disabilities in 2011.

An examination of the rates of ‘Limited a Lot’ from the 2011 Census show a pattern of increasing prevalence with decreasing occupational advantage. This infographic produced by ONS illustrates how people with more severe disabilities are distributed across the socio-economic position of occupations, and their analysis provides an insight into what extent disabled individuals can access jobs in higher classified occupations following recent Equality legislation.

Key points

The rates of disability prevalence vary substantially by socio-economic class throughout England and Wales.

There is a marked North-South divide in disability prevalence rates; rates were generally higher in the North and Wales for all socio-economic classes.

Men and women in the least advantaged ‘routine’ occupations had the highest rates of disability in every English region and Wales (while the most advantaged ‘higher managerial and professional’ occupations had the lowest rates), although some cross over is observed at local authority level.

The regional inequality in disability prevalence is mostly larger for men, except for Wales where it is larger for women.

The London Borough of Islington had the largest inequality in disability prevalence between occupational classes for both men and women; a difference of 29.4 and 26.5 percentage points respectively.

The local authorities with the largest inequality in disability prevalence are generally found in large population centres such as Inner London or in former heavy industrial centres of South Wales.

There is a distinct mismatch between the expectations of employers and young people in the recruitment process, recent Chartered Institute of Personnel and Development (CIPD) research has revealed.

This conflict of understanding hinders entry to the labour market for young jobseekers and contributes to high rates of youth unemployment, the institute has warned.

It also fuels a “ticking time bomb” of skills shortages for UK businesses, who might be unwittingly limiting their access to a diverse pool of talent in the 16-24 age group.

The report available here identified a number of flash points that hindered young people from finding work, which included the “vicious cycle” of employers asking for workplace experience for entry level roles.